Category: People processes

When it’s difficult to bring objectivity around your KRA & KPI’s?

Ideally for an effective performance management system supporting organisational productivity – it is recommended that the performance plan (KRA & KPI’s) for employees stay as objective as possible. In most cases however, it is not really possible. This is more true in case of employees at junior management and frontline, as well for employees in…

Additional Thoughts: Visible but difficult to address challenges at workplace.

I am adding some related thoughts on these points from the earlier post: Reflections: Visible but difficult to address challenges at workplace. On Yes Men:  Most Top Executives love “Yes Men” reporting to them, and they personally love to be “Yes Men” to the top guy. (Point 3, from earlier post.) I may not really…

Reflections: Visible but difficult to address challenges at workplace.

These reflections relate to some very visible occurrences (but not always) in at least some pockets, in almost every organisation – big or small, MNC or otherwise.  Have a look, may be you have also felt the same during your corporate stint. Senior Level executives (CxO & HOD Types), do  their best to avoid a decision…

Do startups and small companies need a formal compensation benchmarking exercise?

Last year, the CEO of a small IT company asked my firm to undertake a compensation benchmarking exercise to identify compensation of similar manpower in comparable businesses. They wanted benchmarks for the software developers, design guys, and other operations team members in the business. They wanted adequate data to be able to make informed decision…